Sunaina Kohli

As the political discourse and pushback against DEI continues, so does the work within organisations to ensure businesses are diverse, equitable and inclusive. DEI work is still being done, just quieter... Argues the Financial Times in the US. Whatever the political leaning of the leaders within the business, many recognise the need to stay competitive and be an employer of choice. And this means continuing efforts to attract and keep the best talent by being as diverse and inclusive as possible. Is this the same for us in the UK? As Suella and Kemi continue to push their 'anti-woke' agenda, are UK based businesses still investing in DEI work? From my personal experience I would say yes, in general. I think. But I am very aware that may be just within my area and theme of work. And for all the progressive companies embracing true flexible working, there are some forcing employees back to the office. And for all the companies that kept their promises of 2020, there are some that haven't gone beyond the black square. What do you think? Are UK companies still investing in DEI, despite the anti-woke political discourse? Or have you seen a notable squeezing of budgets and downsizing of DEI teams and resources? #DEI #Inclusion #Diversity #Leadership https://lnkd.in/eFGmDjTG

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As a former UK Civil Service Service employee and a dedicated advocate for Equality, Diversity, and Inclusion (EDI), I couldn't help but feel a surge of concern and frustration upon reading the recent headline about the proposed ban on EDI roles in the government. Esther McVey's assertion that public funds are being wasted on "woke hobby horses" is not only dismissive but also dangerously misguided. But she is entitled to her views an respectfully provided with the data to educate and explain! As someone who has witnessed first-hand the importance of EDI initiatives in fostering a fair and inclusive workplace, I know that these roles are not only necessary but essential for creating environments where everyone can thrive, holding organisations to account for toxic hostile cultures and policies A Freedom of Information (FOI) request to uncover the costs of discrimination, bullying, and harassment cases in the Civil Service over the past two years would provide a stark reminder of the real consequences of neglecting EDI efforts. It's alarming to think of the financial and human costs incurred when diversity and inclusion are not prioritized. In times like these, when the value of EDI work is questioned, it's crucial for us to reflect on our achievements and reaffirm our commitment to making a difference. EDI professionals are not merely "woke hobbyists" but integral members of the HR profession - CIPD, alongside Workplace Wellbeing, Organizational Development, Talent Management, OD &D, Employee relations etc Our responsibility extends beyond addressing individual cases of discrimination; it is about fostering a culture of inclusion and belonging that permeates every aspect of an organization. We provide the roadmap, the tools, strategy and the education needed to instil these values at the core of our workplaces. In dismissing the importance of EDI roles, there is a danger of creating policies and practices based on homogenous groupthink—high in IQ but low in EQ and CQ. This narrow perspective overlooks the invaluable contributions of diverse voices and experiences, which are essential for innovation and progress. To my fellow EDI leaders in the Civil Service and beyond, I urge you not to lose hope in the face of adversity. Our struggle for equity and inclusion is not transient; it is a lifelong commitment. Let us heed the words of the late John Lewis and continue to make "good trouble, necessary trouble" in pursuit of a more just and equitable society. Together, we can weather this storm and emerge stronger, more resilient, and more determined than ever to champion the cause of EDI in every sphere of influence. Olu Funke Alade Chartered MCIPD Wali Rahman ACMI, AInstLM Keela Shackell-Smith MBE (She/Her) Johanna Keech-Jowers (Chartered FCIPD) Yvonne Brown MBE Brian Stanislas MBE Assoc.CIPD Frank Munro Justin Placide - Co-Chair of The Civil Service Race Forum Sean Davin FCIPD, MInstLM Sharon O'Shaughnessy #DiversityandInclusionMatter

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I have been in so many closed and open door strategy meetings where the major focus has been DEI and how the organisation or the governing body in question can become more inclusive. The questions have always evolved around - How do we become more diverse as an organisation? - What diversity programme should we do? - What Initiative should be carried out? - How do we reform our hiring process to be more inclusive? - How will diversity impact our bottom line? - This is a separate conversation. While all these questions are important and show the heart of the organisation to be more inclusive, the focus of DEI should largely begin internally with the leadership. Programmes are good but if the leaders of an organisation have not set a vision and an accountability path, the true business gains of DEI will not be achieved. DEI is not a short term project. It is beyond ticking a box or filling a quota. It’s about creating a space where EVERYONE can thrive. Leaders must be the ambassadors of their organisations DEI initiatives. #DEI #leadership

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📣 EMPOWERED FOR CHANGE – BUILDING A BETTER FUTURE TOGETHER - UK ELECTION ANNOUNCED As I reflect on last week's Black Inclusion Week and its theme of "Empowered for Change—Building a Better Future Together," I find myself thinking about how timely the announcement of the upcoming general election this July is. This news, as reported by The Guardian, is for me, a reminder of our collective ability to shape our future through informed and thoughtful participation. The power of our votes in this election goes beyond political preference; in my view, it's about aligning our actions with the values of inclusion, respect, and empowerment that were highlighted last week. It’s about choosing leaders who will help us build that better future together. A future that is better for everyone. As we all consider if and how we will vote - the question I will ask myself and I invite you to too is…. 📣 How can your vote contribute to building a better future? 📣 My hope is that we will all vote in a way that continues to push for progress and keeps us moving forward together. The article is here - https://lnkd.in/eT3mYsdm #EmpoweredForChange #GeneralElection #InclusiveLeadership #VoteForImpact 

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Tomorrow is the 4th anniversary of George Floyd's tragic murder. The unprecedented protests that followed shook the foundations of Corporate America and beyond. Many companies pledged to diversify their teams. Read Windō latest report to find out which companies are delivering on their commitments 4 years on. #BlackLivesMatter #BLM #RacialJustice

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"Currently, DEI is all over the place" I've been featured in WM People 📰 talking about our DEI competency framework and the need for transformation and regulation in our space. I talk about: – The issue with self-taught DEI providers – Why HR directors are unsatisfied with current DEI progress – Why my identity does not automatically qualify me to do this work ethically – How the competency framework is solving these challenges You can read more here:

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Late to the negroni party, but early to the neuroplasticity one! I had my first negroni last week. While I may have been fashionably late to the Negroni party 🍹 (seriously, how did I miss out on this delightful concoction for so long?), I was definitely an early adopter of neuroplasticity for pain management. Here is a "subtle" reminder that my book, "Rewiring Pain" is still available on Amazon, in either paper or ebook. If you've ever wanted to know how to train your brain to handle pain (without needing a stiff drink), this book is for you. Dive into the fascinating world of neuroplasticity and discover practical techniques to help you or your loved ones manage pain more effectively. Grab your copy today, and let's toast to a life with less pain and more Negronis! Cheers to rewiring our brains and our cocktail preferences! 🍸🥳 👉 https://lnkd.in/g8cRzgBZ #RewiringPain #Neuroplasticity #PainManagement #NegroniLover #HealthAndWellness #DrLisaChaffey

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A special thanks to People Management magazine for considering my view in their article: https://buff.ly/4aG1AiU A recent report commissioned by the Welsh government has suggested a four-day work-week could potentially have a “negative and differential impact” on different groups, “given the different gender, race and other characteristics of different workforces in the public sector,” and widen any racial and gender inequalities. In the editorial, I argue how the demographics of certain industries can make diverse workers more susceptible to adverse effects from the four day week. But this is simply to be aware of and not to say organisations shouldn't embrace this new way of working. Read on, as I outline the steps organisations can take to prevent inequalities arising, namely involving research and data. In turn these steps can help foster an equitable and inclusive solution that considers the diverse needs of each individual worker. #NadiaNagamootoo #BeyondDiscomfort #CompleteInclusion #dei #edi #podcast #inclusion #diversity #InclusiveLeadership

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3rd post of the day. ...working up to asking for help myself. Re-introducing myself briefly and #LookingForWork and #AskingForWork: Hi, I'm Helen, an #Inclusion and #SocialImpact #Consultant. I'm looking for some new work/ projects/ research with immediate effect as my main contract unfortunately ended 6 months sooner than they or I expected or wanted. I do have some irons in the fire but they can take anything from 2 weeks to 2 years to come through. I'm supervising some research students Bath Spa University Business and Management School but it isn't enough on its own. If you need any help over the summer, and beyond then let me know, especially if it is one or more of the following: *Research *Evaluation *Audit *Strategy *Brainstorming - ideas and concrete possibilities of what you can do inside and outside your head and workplace, for better work and workplaces for everyone, especially those most underrepresented and underresourced. If you are: *a Founder/ CEO/ Senior Leader *especially in a small or medium sized business, with clear purpose and values led, perhaps a #BCorps B Lab or #BCorps type organisation, perhaps a growing charity, or social enterprise *already doing good stuff but wanting to get more strategic and specific on your Equity Inclusion and Social Impact efforts then please get in touch by commenting or messaging. This year the latest sectors I'm working in and exploring include #Sport #Nature #Health #Publishing #MentalHealth #Caring #YoungCarers. And so much of this work intersects - including #SocialJustice and #ClimateJustice. Behind all of this is an urgency, joy, pain, and enthusiasm for making the world better for people. Better #Access #Progress #Support, from #School to #Boardroom. And most importantly #Safety. Whatever it takes. Let's go for a walk or talk and get active. A lunch and learn or One-to-one or small group support - with me/ peers/ other experts. Let's have a Frank Conversation about your Unsaid and Undone work, and connect you to the support you need explore, understand and shape what to do next and how to do it... #Research #Strategy #Audit #Evaluation #Inclusion #Impact #SocialImpact #SocialValue #Employability Image shows: Foreground shows four people, from left to right - Rayhana R. wearing a dark grey/brown hijab, black long sleeve top and trousers, grey marl tank top, black and white dress, glasses and a smile. Shaista Aziz wears blue jeans, white stripey top, red hijab and is carrying a black handbag and a watermelon holdall bag. Amna Abdullatif (She/her/hers) wears a black dress, watermelon necklace - same as Shaista's, and a beige headscarf. Helen wears a blue jumpsuit, black rucksack - Goodordering!, orange hoop earrings, green sunglasses. They are all smiling. Background - It is a sunny day with a clear blue sky. They are standing on the bridge over the water in The Wave in Bristol, where people learn to surf or sit by the inland water park.

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GENDER & WORKPLACE EQUITY - Just finished reading Prima Facie by Suzie Miller, and it's left me horrified and moved. This Olivier and Tony Award-winning play, now brilliantly adapted into a book, examines the harrowing journey of a sexual assault survivor navigating a legal system that too often fails to reflect the true trauma of the experience. It's a blistering critique of power, consent, and law. Recently, I watched an episode of Q&A that tackled gender-based violence. A question that was passionately posed by an audience member: "Why is this government (and the one prior!) not throwing absolutely everything at this epidemic of violence and brutality?" Considering that 64 women were killed in acts of domestic violence in Australia in 2023, this question couldn't be more urgent. It’s 2024, yet gender inequality remains a stark reality in our society and workplaces. Did you know that women in Australia face a national gender pay gap of 12%, and are significantly more likely to work part-time due to caregiving responsibilities? Furthermore, 26% of women who experienced sexual harassment faced it at their workplace. These statistics aren’t just numbers; they represent real challenges that affect the lives and careers of countless individuals. It's time for all of us, especially men, to step up and champion gender equality. 🔗 Read our latest article: Bridging the Gender Gap: Urgent Actions for Australian Business Leaders to understand more about the severity of these issues and discover actionable steps that business leaders can implement: https://ow.ly/oIy450Rz7AF Additionally, Harrisons invite you to join our upcoming webinar on tackling sexual harassment in the workplace, including the new laws. This is a crucial opportunity for leaders and HR professionals to learn how to create safer and more inclusive environments. 📅 Register for the webinar: Sexual Harassment in the Workplace: Strategies and Solutions: https://ow.ly/Kx3F50Rz7AE Let's not be bystanders. #GenderEquality #HR #Leadership #WorkplaceEquality #SocialChange #EndSexualHarassment #PrimaFacie #GenderBasedViolence #SocialChange #Leadership

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A tough week for ethical business inclusion. Organisations claiming ethical or sustainable stances not only continously disappoint, but more importantly nurture irrevocable harm. This week I left not just one, but two different organizations for their mission ineffectiveness. The first, an ethical business network who as an engagement group, are great! A lot of fun to be around, have been supportive & are signatories to Better Business. Strange to leave right? They were lobbied into silence early in the Gaza siege. Over 8 months, they've remained silent on the biggest threat to global human rights and dehumanisation since World War 2. Key was whether it'd learn fast enough to take a stance to protect before courts had to act. Perhaps unsurprisingly, it didn't. - Not when the ICJ ruled Palastinians had "plausible" rights under the convention - Not when protests & encampments settled in Universities globally It remained silent even as musicians wrote songs. That's not leading. Leading means being FIRST to uphold inalienable rights, not last. If music artists are there before you, you aren't leading. You are failing. The second mistake they made, was allowing a climate Eco-normalisation, systemically racist business group, into its fold. Adding a mass equivalent to 30% of the network membership & sufficient to skew the entirety of the organization beyond repair. To recap, 30% is the tipping point for ANY population. Whether community, electorate or membership network. That's the point it is unrecoverable & lost. While it has a code of conduct, the test of weather any org is serious, is whether it directly refers to, and uses, the spirit of human rights legislation, while verbalising its commitment to ethical businesses. The shortcut is easy: Not mentioning it, means it's not an ethical business. If they talk about rights against modern slavery, or child labour within supply chains but not that child's right to life, it is hypocritical. A fake! It cannot hold a position against that but advocate FOR or keep silent on destruction of the children they save. It's a nonsense. This was also our criticism of B Lab when we first paused our assessment. B Corp needed to be a gate against human rights abuses. Genocide epitomises human rights abuses that don't stop at child labour. It continues into the soul of every child. So you can't do a half ar*ed job. Such irreversible real world consequences mean ethical or sustainable business networks silent at this moment, aren't ethical. Especially while simultaneously subsuming a systemically racist organisation just because it sponsored. It leaves a bad taste of hypocrisy. Such groups are often the first to shout about greenwashing or shouting about the phantom problem of Greenhushing, but have proven over the last eight months they have no problem whitewashing brown human lives. Despite claims to the contrary.

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For those passionate about and interested in DEI, this course could be a great addition to your toolbox. I will be flying to Greece on that day, but I will keep my eyes open for the next one. There will be another one, Dr. Sandra Upton, won't there? 😊 #DEI #DiversityEquityInclusion #LeadershipTraining #ProfessionalDevelopment #InclusiveLeadership #WorkplaceDiversity #LeadershipSkills #ContinuousLearning #FutureOfWork

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How can the dial be moved on digital exclusion? As many enter the AI race and focus on 'high digital skills', millions in the UK alone are digitally excluded from participating in the basics of modern society. There are many, complex, socio-economic-political reasons for this. And part of the puzzle is that many don't have the foundational digital skills that our increasingly digital systems of living demand of them. And so, it was a privilege to be in conversation with Head of Digital Inclusion at Capegemini Sally Caughey and Digital Unite CEO Emma Weston OBE today, together with DWG CEO Nancy Goebel, for Digital Workplace Group's members exploring their partnership to tackle digital exclusion. Some of my takeaways were: - the assumptions highly digitally skilled people have about what others may be capable of digitally - 80% of people who choose to be a digital champion do so because they want to help people - the power of networks and relationships as scaleable agents of systemic and individual change, *if* accompanied by: elastic structures; long-term commitment; the 'currency' associated with being part of the network (eg rewards); adaptivity. Capgemini is committed to tackling digital exclusion through their ESG programme, in the 'social' pillar and has been partnered with Digital Unite for 3+ years to move the dial on the huge gap in basic digital skills that exists in the UK. Digital Unite are partners for digital inclusion, harnessing networks and their knowledge to go into communities and work with others on the ground to close the digital inclusion gap. Together, they use a 'train the trainer' approach that harnesses digital champions networks, helping skilled Capgemini employees understand the impacts of digital exclusion, and then pledge to support people in their own networks who need help in developing digital skills. And that's just the start of what they've been working on together :) The need for closing the digital inclusion gap is huge and ever-changing and ever-more complex; one of the key ways to chip away at it is through the power of networks and relationships. You can read more about their case study in the (free) ESG and digital workplace report I authored for DWG: https://lnkd.in/efamMbME And also check out Digital Unite's website: https://lnkd.in/e2SVcdn7 And Capgemini's approach to digital inclusion: https://lnkd.in/eCygudbs And if you follow Emma on LinkedIn, she's been posting and sharing Digital Unite's manifesto for addressing digital inclusion :) Playback of the conversation will be available for DWG members on the shiny new extranet 😘

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The Illusion of Inclusion: Marginalisation Doesn't Equal Equity We often assume marginalised leaders, due to their own experiences, are naturally inclusive. However, this is a dangerous misconception. Many underrepresented leaders perpetuate discriminatory practices, particularly in sectors like aviation. ✈️ Have you ever wondered why some passenger experiences seem consistently overlooked? The answer may lie in the biases of decision-makers, even those from marginalised groups. Being underrepresented doesn't automatically make one unbiased or equitable. In fact, it can sometimes lead to favoring those with similar backgrounds, further marginalising others. Mini Self-Audit for Leaders: 🤔Do I actively seek out and value diverse perspectives? 🤔Am I aware of my own biases and how they might affect my decisions? 🤔Do I create a safe space for everyone to share their ideas and concerns? 🤔Am I committed to ongoing learning and growth in the area of diversity, equity, and inclusion? What can we do? Challenge assumptions: Don't equate marginalisation with automatic allyship. Hold leaders accountable: Demand inclusive practices, regardless of background. Amplify diverse voices: Ensure all perspectives are considered in decision-making. Foster self-awareness: Encourage leaders to examine their own biases. Let's break the cycle of exclusion, starting with ourselves. #DiversityEquityInclusion #Leadership #AviationIndustry #Bias #Discrimination #ChallengeTheStatusQuo What do youthink? Share your thoughts and experiences below. 👇 https://lnkd.in/exjestUt

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From Familiar Patterns to Inclusive Leadership: Embracing Diversity While waiting for the red light to turn green on my way to the office this morning, I noticed a cluster of predominantly white vehicles around me, including my own. It made me reflect about how we often stick to familiar patterns and how important it is to embrace diversity in our lives. Over the years, I’ve come to understand the profound importance of diversity and breaking away from these comfort zones. Embracing different perspectives and experiences not only drives innovation but also fosters a sense of belonging and inclusivity. Inclusive leadership plays a crucial role in this process. I have been fortunate to work with many inclusive leaders who have demonstrated the value of fostering diverse perspectives. Some of my best workplace decisions have come when I’ve been challenged by views that didn’t come naturally to me. It is imperative for organizations that these perspectives are heard and valued, allowing individuals to express themselves authentically without fear of judgment. By promoting an inclusive culture, we drive innovation and build stronger, more resilient teams. It is also very important to implement it in client scenarios, especially when working in global environments. So, let us all commit to inclusive leadership and empower everyone to contribute their best selves. When people contribute their best selves, we achieve extraordinary results together. #inclusiveleadership #inclusionanddiversity #leadership

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Ageism in the workplace can have profound emotional impacts, particularly for women who are navigating their careers in their 50s and beyond and especially for those of us with really big pictures of 'changing the world'. It’s not uncommon to feel overlooked or undervalued as stereotypes and biases cloud perceptions of your potential and contributions. Not to mention being projected on by other people of similar age who are in their wind-down, preparing to retire mode, and think that 'must' apply to you too. Let's unpack this and find ways to empower and support each other through these challenges. The Emotional Toll of Ageism Feeling Invisible: One of the most painful aspects of ageism is the feeling of becoming invisible. Many women in their 50s report that their ideas and contributions are often dismissed or undervalued simply because of their age. This invisibility can lead to feelings of frustration and disillusionment. It feels like a never-ending cycle of projection that began with being overlooked because you were the age of having children and they didn't want the disruption or the risk of losing a team member to maternity leave. Loss of Confidence: Repeatedly facing ageist attitudes can chip away at your self-confidence. When you’re constantly told, explicitly or implicitly, that you’re "too old" for certain roles or that your experience is no longer relevant, it’s natural to begin doubting your own worth and capabilities. Isolation and Exclusion: Ageism can also lead to social isolation in the workplace. Being excluded from important meetings or decision-making processes or being the target of age-related jokes and comments can create a hostile work environment that makes you feel isolated and unwelcome. Despite the challenges of ageism, it's important to recognise and celebrate your worth and resilience. Your experience, wisdom, and skills are invaluable. Embrace your journey with pride, and don't let ageist attitudes diminish your confidence. Surround yourself with supportive allies, continue to grow and learn, and believe in your capabilities. You are not just surviving; you're thriving. Dust yourself off, hold your head high, and step into your power. You’ve got this, and the world needs your unique contributions. Sometimes, being directed away from something that is not in your best interest can manifest in unorchestrated ways that end up being the best thing ever. That's what I'm telling myself anyway. #ageism #genxeronamission

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Whilst workplace stressors are different for all people, an environment that is systemically racist has a significant impact on the mental health of those who suffer as a result. As we enter #MentalHealthAwareness week, I want to focus on mental health as it impacts Black and ethnically minoritized people in the workplace. It is no secret that Black people in westernized countries are experiencing mental health illness at alarming rates, due to the impact of racial trauma. Racial discrimination not only inflicts direct harm on individuals but also creates additional stressors. It contributes both directly and indirectly to mental health illness, whilst limiting opportunities and subjecting individuals to stressful social environments. Workplace stress, caused by systemic racism not only contributes to depression, anxiety and psychological stress, but also has an impact on family life, thus compounding pressures on relationships and children. It increases levels of high blood pressure which is a condition to which people of African heritage are already susceptible. Poor policy, organisational failures around racial equity programs and performative homogeneous leadership can compounds to result in a systemic inability to foster racial inclusion. AND..... When racism is systemically imposed, it significantly heightens the risk of anxiety disorders in Black people when compared to their White counterparts. Studies have shown that experiences of racial discrimination can lead to post-traumatic stress and racial trauma. These findings underscore the profound impact of discrimination on mental health disparities, emphasizing the urgent need for us to build mental health into our work around diversity and inclusion. Let’s work together to remove the stigma around mental health so we can become truly inclusive and support employees who suffer this traumatic and debilitating illness. #MentalHealth #MentalHeathAwarenessWeek #RaceDiscrimination #DiversityandInclusion #Mindfulness

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“This book makes great strides in helping decision-makers think again about the nuances of diversity, equity and inclusion in organisations. It contains practical ideas that provide a springboard for a better understanding of diverse communities on which global organisations rely for their success.” *Jacky Wright, Chief Digital Officer, Microsoft* I wrote The Model Black to provide ideas of how to have positive conversations about race at work. Through the powerful stories of black leaders, this book offers a roadmap to creating more inclusive and equitable workplaces. You can find The Model Black here: https://loom.ly/W-htKvY #TheModelBlack #DEI

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**A New Dawn! Congratulations, Labour!** After 14 years of Conservative rule, change is not just good - it is essential and welcome. I think this shift should have come sooner? Uninterrupted longevity in power often leads to complacency, corruption, and a concentration of wealth among those indifferent to the suffering of the masses. This is a reality we see across many regions, including Africa, where prolonged rule has exacerbated issues like poverty, childcare, healthcare etc. Here’s hopes for a brighter future and a more inclusive, caring governance. **Our Hopes from our New Labour Government:** ✅ **A Stable and Compassionate Government:** One that truly cares for and serves the people, prioritising their needs and pains. ✅ **Support for Social Workers:** A government that understands the challenges faced by vulnerable children, young people, adults, and families, as well as the dedicated social work professionals who serve them. We need leadership that puts its citizens first and learns from their experiences. Just as social workers are expected to put their service users first. ✅ **Responsible Leadership:** Hopes for more empathy and no uncaring partying at central leadership during global pandemics, natural disasters, or health emergencies where lives are being lost. ✅ **Changing the Narrative on Immigration:** Our new Government should recognise the strength in diversity and end scapegoating of immigrants. Campaigns and policies like "go home" and "stop the boats" etc. must stop, as they instil fear and hate, making Black and Brown people feel unwelcome, excluded, and degraded. ✅ **Delivering on Promises:** Hopes for Labour to follow through on their commitments. However aware that they must be given time to address the inherited collateral damage. ✅ **Rebuilding and Restoring:** My utmost hope is that Labour will make the working class smile again, rebuild our country's image at home and abroad, and restore the greatness in Great Britain 🇬🇧. Vivian Okeze - Tirado ❤️ #newgovernmentuk #labourgovernment #labour #congratulations #hopes #unity #uk2024election #greatbritain #unitedkingdom #keirstarma

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